It’s tempting to rely on social media for your hiring needs. Chances are, you have an active account on several social and professional platforms. You’re already connected to a broad audience, and you can use social media to get a first look at potential candidates. However, recruiting solely through online networks has its drawbacks as well. It’s one of the reasons why That’s Good HR takes a personal approach to staffing.
Let’s look at the pros and cons of recruiting through social media.
Social media recruiting advantages
When it comes to finding the right person for the job, social media can generate quick leads. According to Zippia research, 84% of organizations recruit via social media. Some of the advantages can seem obvious:
- Job listings can be posted quickly.
- Recruiting may not carry an initial cost.
- Social media can act as a referral service when someone within your network shares your listing.
- Your opening may reach passive jobseekers who aren’t actively searching for a new position.
Social media recruiting disadvantages
But just as every coin has a flip side, social media recruiting has its drawbacks as well. Social media may not be an effective tool for finding the best candidates, and here’s why:
Online profiles can be unreliable
It can be tempting to peek at a candidate’s social media presence before you start the interview process. Let’s face it. You don’t always get the full picture from someone’s sanitized and polished profile. You may miss out on pertinent information if someone hasn’t updated their profile in a while. Additionally, you could be scrutinizing the wrong person – lots of people have similar names and can show up in a quick online search.
You may be limited by character constraints
Social media has been designed for quick check-ins and conversations. Some channels limit how much you can say or share in a post. Although you may be able to add a link to your job listing, you can’t guarantee that candidates are going to click on it.
Your message doesn’t always reach the right audience
Social media channels have spent a lot of time and research deciding which posts show up at the top of your feed and which get buried under the avalanche of baby announcements and lunch descriptions. Even if you set your profile to public, you cannot guarantee that your job listings connect with the best candidates.
There are a lot of fraudulent job listings
Unfortunately, social media job listings also include unscrupulous schemes designed to steal money and personal information from unsuspecting job seekers. Of course, you’re legitimate, but someone who has been burned by a fake listing may be less likely to respond to any online opportunities.
Social media can feed into your biases
Suppose you have an interesting candidate. You check out her TikTok and discover that she holds a certain opinion. Or, you look at his Instagram account and discover he spends his free time doing something you think is boring. It is easy to focus on someone’s flaws when you’re only viewing them through a social media lens.
Finding the right candidate can take a lot of work
When you post a listing on social media, you’re opening your inbox up to everyone. It takes time to sift through the potential candidates and weed out those who aren’t qualified or don’t match your company’s personality and priorities. Finding the right candidate on social media can lead to an inefficient recruiting process.
How can That’s Good HR give you the hiring advantage?
That’s Good HR uses a unique combination of social media recruiting and personal interviews to identify qualified candidates for your open position. We start each match by talking to employers to find out what’s important. Our recruiters also work with potential candidates to understand their qualifications and professional plans. With our vast talent pool, we can often locate qualified candidates in days. We also take on the task of picking the best of the best, allowing you to focus on the top matches.
Social media can be a recruiting tool, but That’s Good HR is your recruiting specialist. How can we give your company a hiring advantage? Let’s talk soon.